We used to define company culture with posters in the hallway and vague words like “collaboration” or “ownership.”
Now? It’s your meetings.
That’s where people show up (or don’t), where decisions are made (or delayed), and where your values either show up in practice - or completely fall apart.
And here's the good news:You can actually measure that culture.
🎤 Who speaks, who doesn’t - and what that says
Every team has a voice.But not every team member gets one.
With Ulla HR, companies can track:
- Gini Coefficient - a statistical measure of how speaking time is distributed
High Gini? That’s not just bad math - it’s a red flag.It could mean:
- Leadership is dominating instead of listeningJuniors don’t feel psychologically safe to contribute
- Or meetings have become stage performances, not conversations
This is your culture. And now, you can see it.
🧍 Participation Rate: Present ≠ Participating
Too often, attendance gets confused with engagement.
With Ulla, we track:
- Who actually contributes
- How often people speak
- Whether engagement is evenly distributed
- And whether certain individuals are always passive or always overpowering
When participation is low across the board, it’s often not the people - it’s the meeting structure. Culture thrives in clarity, not chaos.
🧠 Clarity: The Missing Metric That Changes Everything
Some meetings are loud but confusing. Others are quiet but precise.
Clarity - Ulla’s metric for how understandable and actionable communication is - cuts through the noise. We measure:
- How clear the outcomes are
- Whether action points are assigned
- If questions are resolved or left hanging
The clearer the meetings → the less rework, the better accountability, the more confident the team.
And no - “clarity” doesn’t come from more slides.
❤️ Engagement = Energy
Using sentiment analysis, Ulla identifies emotional patterns:
- Do certain speakers consistently generate positive energy?
- Are some meetings always draining?
- Is there underlying tension or conflict?
Because let’s be honest - tone is content. And over time, that emotional tone becomes the culture people remember.
🔍 So… what now?
Culture isn’t a quote on the wall.It’s how you run your Monday check-ins.It’s who gets interrupted and who never speaks.It’s how clearly you end a call - or how confused everyone stays.
With Ulla HR, you don’t need a 200-question survey to “assess culture.”You can just… look at your meetings.
Gini. Participation. Clarity. Engagement.That’s your culture, in data form.
And if it’s broken, now you’ll see where to start fixing it.